Dec 29, 2015
Presented By DanisHussainPresented By DanisHussain 33
Presented to:Presented to:Sir Ahmad Tisman PashaSir Ahmad Tisman Pasha
Presenter:Presenter: DanisDanisHHussain.ussain.
BSIT 3BSIT 3rdrd
Roll # 07-09Roll # 07-09
What is a high performance What is a high performance organization?organization?
High performance organizations (HPOs).High performance organizations (HPOs).
HPOs designed to:HPOs designed to:
Bring out the best in people.Bring out the best in people.
Produce organizational capability Produce organizational capability
that delivers sustainable that delivers sustainable
organizational results.organizational results.
Presented By DanisHussainPresented By DanisHussain 66
High-PerformanceHigh-PerformanceWork SystemsWork Systems
High-performance work systems: High-performance work systems: the combination of people, the combination of people, technology, and organizational technology, and organizational structure that makes full use of structure that makes full use of the organization’s resources and the organization’s resources and opportunities in achieving its opportunities in achieving its goals. goals.
Presented By DanisHussainPresented By DanisHussain 77
To function as a high-performance To function as a high-performance work system, an organization needs work system, an organization needs the right people, technology, and the right people, technology, and structure.structure.
According to research, organizations According to research, organizations that introduce high-performance work that introduce high-performance work practices usually experience practices usually experience increases in productivity and long-increases in productivity and long-term financial performance. term financial performance.
Presented By DanisHussainPresented By DanisHussain 88
Elements of a high-Elements of a high-performance work system performance work system
include:include:
–Organizational structureOrganizational structure–Task designTask design–PeoplePeople–Reward systemsReward systems– Information systems Information systems
Presented By DanisHussainPresented By DanisHussain 99
Elements of a Elements of a High-Performance Work High-Performance Work
SystemSystem
Presented By DanisHussainPresented By DanisHussain 1010
Outcomes of a Outcomes of a High-Performance Work High-Performance Work
SystemSystem
High productivityHigh productivity–EfficiencyEfficiency–Higher profitsHigher profits–High qualityHigh quality–Great customer satisfactionGreat customer satisfaction–Low employee turnoverLow employee turnover
Presented By DanisHussainPresented By DanisHussain 1111
Outcomes of a Outcomes of a High-Performance Work High-Performance Work
SystemSystem
Presented By DanisHussainPresented By DanisHussain 1212
Conditions that Conditions that Contribute to High Contribute to High
PerformancePerformance
–Teamwork and Teamwork and empowermentempowerment
–Knowledge Knowledge sharingsharing
– Job satisfactionJob satisfaction–EthicsEthics
Presented By DanisHussainPresented By DanisHussain 1313
Knowledge SharingKnowledge Sharing
Learning organizationLearning organization – an organization in – an organization in which people continually expand their which people continually expand their capacity to achieve the results they desire.capacity to achieve the results they desire.
Continuous learningContinuous learning – refers to each – refers to each employee’s and each group’s efforts to employee’s and each group’s efforts to gather information and apply the information gather information and apply the information to their decisions.to their decisions.
A A learning culturelearning culture is an organizational culture is an organizational culture in which learning is rewarded, promoted, and in which learning is rewarded, promoted, and supported by manager and organizational supported by manager and organizational objectives.objectives.
Presented By DanisHussainPresented By DanisHussain 1414
HRM’s Contribution to HRM’s Contribution to High PerformanceHigh Performance
HRM practices that can HRM practices that can contribute to high performance contribute to high performance include:include:– Job designJob design–Recruitment and selectionRecruitment and selection–Training and developmentTraining and development–Performance managementPerformance management–CompensationCompensation–TechnologyTechnology
Presented By DanisHussainPresented By DanisHussain 1515
Employee Performance Employee Performance as a Processas a Process
Presented By DanisHussainPresented By DanisHussain 1616
GLOBAL GLOBAL HUMAN HUMAN
RESOURCE RESOURCE MANAGEMENTMANAGEMENT
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Cultural Differences Affecting Cultural Differences Affecting Global Human Resource Global Human Resource
ManagementManagement
Cultural Cultural differences vary differences vary from country to from country to country with country with corresponding corresponding differences in HR differences in HR practicespractices
Presented By DanisHussainPresented By DanisHussain 1818
Country’s Culture Country’s Culture
Set of values, symbols, beliefs, Set of values, symbols, beliefs, languages, and norms that guide languages, and norms that guide human behavior within country human behavior within country
Learned behavior that develops as Learned behavior that develops as individuals grow from childhood to individuals grow from childhood to adultadult
Countries are recognizing that they Countries are recognizing that they need to understand culture of need to understand culture of countries in which they do business countries in which they do business
Presented By DanisHussainPresented By DanisHussain 1919
Evolution of Global Business Evolution of Global Business
Not long ago, Mercedes-Not long ago, Mercedes-BenzBenz was still a was still a GermanGerman company, General Electric was company, General Electric was AmericanAmerican, and Sony was , and Sony was JapaneseJapanese
Many United States firms such as Coca-Many United States firms such as Coca-Cola, Procter & Gamble, and Texas Cola, Procter & Gamble, and Texas Instruments do most of their business and Instruments do most of their business and employ most of their workers outside the employ most of their workers outside the U.S. U.S.
Many non-U.S. companies make products Many non-U.S. companies make products here such as with Toyota American making here such as with Toyota American making their cars.their cars.
Presented By DanisHussainPresented By DanisHussain 2020
Evolution of Global BusinessEvolution of Global Business
ExportingExporting - Selling abroad - Selling abroad retaining foreign agents and retaining foreign agents and distributors distributors
LicensingLicensing - Organization - Organization grants foreign firm right to use grants foreign firm right to use intellectual properties intellectual properties
FranchisingFranchising - Parent company - Parent company grants another firm right to do grants another firm right to do business in prescribed mannerbusiness in prescribed manner
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Evolution of Global Business Evolution of Global Business (Cont.)(Cont.)
MultinationalMultinational corporationcorporation - Firm based - Firm based in one country and produces goods or in one country and produces goods or provides services in one or more provides services in one or more foreign countries foreign countries
Global corporationGlobal corporation - Corporate units in - Corporate units in countries are integrated to operate as countries are integrated to operate as one organization worldwide - Operates one organization worldwide - Operates as if the entire world were one entityas if the entire world were one entity
Presented By DanisHussainPresented By DanisHussain 2222
Global Professional in Human Global Professional in Human Resources (HRCI)Resources (HRCI)
Organizational effectiveness and Organizational effectiveness and employee developmentemployee development
Global staffingGlobal staffing
International assignment managementInternational assignment management
Global compensationGlobal compensation
International employee relations and International employee relations and regulations regulations
Presented By DanisHussainPresented By DanisHussain 2323
Global Human Resource Global Human Resource ManagementManagement
Global HR managers Global HR managers develop and work develop and work through integrated through integrated global human global human resource resource management management system similar to system similar to one they experience one they experience domesticallydomestically
Presented By DanisHussainPresented By DanisHussain 2424
Environment of Global Human Resource ManagementEnvironment of Global Human Resource Management
1
Human Resource
Management
Other Functional
Areas
OperationsMarketing
Finance
Lega
l Con
side
ratio
ns E
cono
my
Technology
Society
Shareholders
Unions
Customers Competition Labor Market
Human Resource
Development
Com
pens
atio
n
Staffing
Em
ployee and
Labor Relations
Safety and Health
INTERNAL ENVIRONMENT
EXTERNAL ENVIRONMENT UNITED STATES
GLOBAL ENVIRONMENTU
nanticipated Events
Presented By DanisHussainPresented By DanisHussain 2525
Global StaffingGlobal Staffing
Types of Types of Global Staff Global Staff MembersMembers
Approaches to Approaches to Global StaffingGlobal Staffing
Presented By DanisHussainPresented By DanisHussain 2626
Types of Global Staff Types of Global Staff MembersMembers
Employee working in firm who not citizen Employee working in firm who not citizen of country in which firm is located but of country in which firm is located but citizen of country where organization is citizen of country where organization is headquarteredheadquartered
Host-country nationalHost-country national - Employee’s - Employee’s nationality same as location of subsidiarynationality same as location of subsidiary
Third-country nationalThird-country national - Citizen of one - Citizen of one country, working in second country, and country, working in second country, and employed by organization headquartered employed by organization headquartered in third countryin third country
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Approaches to Global Approaches to Global StaffingStaffing
Companies primarily hire expatriates Companies primarily hire expatriates to staff higher-level foreign positionsto staff higher-level foreign positions
When more host-country nationals When more host-country nationals are used throughout the are used throughout the organization, from top to bottomorganization, from top to bottom
Presented By DanisHussainPresented By DanisHussain 2828
Approaches to Global Staffing Approaches to Global Staffing (Cont…)(Cont…)
Regional groups of subsidiaries Regional groups of subsidiaries reflecting organization’s strategy and reflecting organization’s strategy and structure work as a unitstructure work as a unit
Uses worldwide integrated business Uses worldwide integrated business strategystrategy
Presented By DanisHussainPresented By DanisHussain 2929
Trends & Innovations:Trends & Innovations: Global E-learning Global E-learning
Globalization has created special Globalization has created special need for e-learning need for e-learning
Challenges for global e-learning Challenges for global e-learning implementation are language and implementation are language and localization issues localization issues
Companies that want to offer courses Companies that want to offer courses in several languages usually turn to in several languages usually turn to translators translators
Presented By DanisHussainPresented By DanisHussain 3030
Compensation for Host-Country Compensation for Host-Country NationalsNationals
Organizations should think globally Organizations should think globally but act locally but act locally
Compensation - Normally, it is Compensation - Normally, it is slightly above prevailing wages rates slightly above prevailing wages rates in the area in the area
Variations in laws, living costs, tax Variations in laws, living costs, tax policies, and other factors all must be policies, and other factors all must be considered considered
Presented By DanisHussainPresented By DanisHussain 3131
Compensation for Host-Country Compensation for Host-Country Nationals (Cont.)Nationals (Cont.)
Culture often plays a part in determining Culture often plays a part in determining compensation compensation
North American compensation practices North American compensation practices encourage individualism and high encourage individualism and high performance performance
Continental European programs typically Continental European programs typically emphasize social responsibilityemphasize social responsibility
Traditional Japanese approach considers Traditional Japanese approach considers age and company service as primary age and company service as primary determinants of compensation determinants of compensation
Presented By DanisHussainPresented By DanisHussain 3232
Global Safety and HealthGlobal Safety and Health
Important because employees Important because employees who work in safe environment who work in safe environment and enjoy good health more and enjoy good health more likely to be productive and yield likely to be productive and yield long-term benefits to long-term benefits to organization..organization..